Let’s get one thing straight:
is a positive shift – for all.
- Where do you need support?
- Compensation
- Benefits
- Learning & Development
- Culture
- Flexibility
Employee Turnover and Retention Strategies
To dial down turnover and improve retention in this brave and unfamiliar labor market, you must understand the calculus your employees use to evaluate whether their job is “worth it” and be ready to reimagine your approach when needed.
There are several key reasons employees report leaving an employer. But rather than challenge areas, each of these aspects present opportunities to improve employee retention for the long-term. Leaders that can redefine each of these areas within their organization and put people at the center of the equation will emerge from this transformation positioned for excellence in this new world of work.
It’s time to reset your employee retention strategy.
Take Our 6 Question Assessment
Discover your retention blind spots, allowing you to position your organization for excellence in this new world of work.
Employee Compensation Toolkit
The majority of workers who quit a job in 2021 ranked low pay and no opportunities for advancement equally in their reasons for leaving.
– Pew Research Center
Benefits
The very idea of what constitutes an employee benefit is more malleable than ever before – are remote work and flexible hours optional benefits, or simply the new normal?
The uber-competitive employee retention landscape of the Great Resignation requires employers to stay ahead of the curve and offer customized, compassionate, and data-driven suites of benefits that address the most pressing pain points of their employees.
Sixty percent of Americans would take a job they love with half their current income over a job they hated that doubled their current income.
– Lexington Law
Your employees have an appetite for professional development — most believe it’s the primary way to improve company culture.
– Harvard Business Review
Prior to the Great Resignation, 1 in 5 employees left a job at some point in their career because of a toxic culture, costing businesses more than $44 billion per year.
– Society of Human Resource Management